published 5 and more posts
Andrew Parrock
Sally East
Pradip Shroff
Epimetheus
Lilian Abrams
Martin Richards
Maria Biquet
Simon Dennis
Katy Tuncer
Ian Flanders
Simon Darnton
Geoffrey Ahern
Alan Robertson
Isobel Gray
Laurent Terseur
Aubrey Rebello
Lynne Hindmarch
Doug Montgomery
Sue Young
Jeremy Ridge
Naomi Dishington
Wendela Wolters
Nicholas Wai
Charlotte Murray
Yvonne Thackray
Dissertations - Masters and Doctoral
Abstract: Executive coaches are specialists in coaching executives to be more resilient and productive in a competitive marketplace while keeping their self-identity intact. As a relatively new field it is often difficult to articulate what is an executive coach. I explore how individuals construct their identity through the anthropology of identity and self and its association with neoliberalism. The fieldwork included interviews with executive coaches around the world and participant observation in London, and critically reviewing the only ethnography available on executive coaching and coaches from New York. The construction of the self plays a greater role in determining identities than a coach’s skills and competencies. In the neoliberal sense, the coach represents a personal enterprise of continuous learning and adaption to their own needs and market trends. The tension between agency and reflexivity within the self directs them to act with self-control towards the market, which is important as an entrepreneur. This may explain why there confusion in the market place as to what is an executive coach because there is resistance in homogenising the definition that minimizes the self. Download
Abstract: An attempt has been made to identify a particular element of the management job, in the context of decision making. Experience has been viewed as the ability to bring old ideas to a new situation. Decision making is viewed in terms of management practice rather than theoretical procedures. The approach is presented in the wider contexts of economics and psychology, in an attempt to identify aspects relevant to management - especially selection, training and development. Thirteen managers were interviewed, in depth (three hours), in an attempt to examine their approach to their work. Their replies were examined in the context of an approach to Human information processing developed by Schroder et al (1967). This approach lays emphasis on HOW information is used (structural variables) as opposed to WHAT information is used (content variables) in a managers approach to a problem. Download
Abstract: The objective of the project was redefined as a need to improve the conditions of interpersonal behaviour in relation to certain (career development) problems arising from staff assessment practices. In order to demonstrate the application of the model of effective interpersonal behaviour, the research student recorded interviews between himself and members of staff designed to develop and operate the dimensions of the model. Different samples of staff were used to develop the 'facilitative' and the 'action orientated' dimensions of behaviour, and then for the operation of a helping programme (based on vocational guidance tests). Download
Abstract: This Inquiry examines conditions that stimulate self directed learning (SDL) in Organisations. Two different definitions of conditions are developed. A literature review is used to compile an integrative Framework of conditions developed from formal research and theory. A second approach to defining a framework of conditions is developed as a result of interviews with a sample of experienced managers. While there was considerable overlap between the literature and interview findings, there were differences in both the language and emphasis. While considerable consensus exists in the literature around the socially constructed nature of learning my interviews reveal more explicitly how this manifests itself, and how individuals’ readiness for SDL is influenced by a complex range of factors including much that is tacit and informal. Participants consistent highest rated conditions, were around personal motivation, self efficacy, and awareness of ‘self’ in relation to others within the context of organisational cultural ‘norms’. SDL is growing in importance as an approach to learning and development. Yet despite widespread recognition of the need for greater self direction in learning, there is evidence that it is not perceived to be happening sufficiently. The Framework of Conditions has potential to be developed and used to identify how organisations can create conditions more conducive to SDL. Download
Abstract: My interest in self-doubt is driven by my personal experience, the experience of a number of my coaching clients, and what appears to be a wider interest in the general population, given the number of self-help books available on self-doubt and related areas. This study explores the experience of self-doubt in coaching, and strategies adopted to overcome it. Although the study focuses largely on self-doubt from the clients’ perspective, the coaches’ own experience of self-doubt is also briefly examined. A phenomenological approach is adopted to explore the lived experience of self-doubt with eight participants. Four of the participants are clients who have been coached in self-doubt, and four are coaches who have worked with clients in addressing issues of self-doubt. Data are gathered using semi-structured interviews, and are analysed using an interpretivist phenomenological approach. Representative extracts from the transcripts are presented in the findings, their meaning explored and themes identified. The themes are discussed in the conclusion, and a description of self-doubt is proposed. Key results include the suggestion that self-doubt is a work-related phenomenon that may be triggered by change and transition; that it is an emotional experience based on a perception of lack of abilities to perform at work to a satisfactory level; and that men raise it later in their coaching programme than women. The results also suggested that an important element in coaching clients in overcoming self-doubt is the expression of warmth and positive support from coaches, and that supervision is likely to be beneficial for coaches. The implications of the findings for coaching practice are discussed, and a description of self-doubt is proposed. Finally, suggestions are made for further research in this area. Download
This study explores the content of racial/ethnic group cultural values and the possible links between those values and anticipated behaviors in the workplace. In Fall 1993, a total of 95 African-American, Caucasian, and Filipina female, registered nurses who worked in the same hospital recorded their anticipated behaviors in response to a written scenario about a realistic, ambiguous, tense work situation. They also completed a modified version of the Rokeach Human Values Survey (MR), an open-ended question about guiding values, and various demographic questions. Factor analysis of MR responses revealed five factors that described the data and distinguished the values of the three racial/ethnic groups from each other. Content-analysis of the qualitative data revealed three major and minor value categories. In general, African-Americans were found to value respect and compassionate concern towards peers in the workplace, while Caucasians emphasize rational, logical guiding principles, such as justice and responsibility. Filipinas were found to value harmony, caretaking of others, and duty, which appear to merge in their emphasis on patient care. Each racial/ethnic group's results appear to be internally congruent as well as distinct from that of the other groups, and generally support past literature on each group's values. Download
This paper evaluated the use of psychometric testing in selection and assessment procedures in an organisation. A model of good testing practice was developed; based on the model, three questionnaires were designed for specific populations involved in testing in the organisation. Results suggested that, while the organisation's use of tests followed the model of good testing practice in some respects, there were areas where test use could be improved. Recommendations for improvement were made, including the development of an in-house policy document on testing; improvements to test administration; clearer guidance on test weighting; improvements to provision of debriefing and feedback; and the introduction of monitoring and validation of test results. It was suggested that further research should be conducted to evaluate the effects of psychometric testing on those employees who have been tested. Download
Five-phase theory is an ancient Chinese philosophy based upon the systematic correspondence of all tangible and intangible phenomena. Recognised as a well cultivated, holistic method of viewing the patient, it is one of the core paradigms used in Chinese medicine to diagnose and treat illness. Following very positive personal experience of Five-phase theory in the treatment, rehabilitation, and coping with a chronic incapacitating illness, this inquiry aimed to explore its use in psychological coaching from a learning and development perspective. Given the requirements of the research project, the inquiry encompassed formalised professional practice development as well as aiming to contribute to the wider coaching field. Drawing on principles of practice extrapolated from Chinese medicine, the inquiry accomplished this through a first-person Action Inquiry which used a blend of heuristics, whole person and co-operative learning methods. This methodology is covered in detail. The experience, which is depicted and subsequently discussed, led to an extraordinary development in the inquirer‟s professional practice where it was felt the learning process was as beneficial as Five-phase theory to his coaching. Five-phase theory was found to be complex, challenging, and not without its limitations. However, despite the need for further exploration, it was felt to provide a highly sophisticated way to conceptualise the thoughts and behaviours of coachees while simultaneously guiding coaching interventions, some of which resulted in transformational change for participants. It was therefore tentatively proposed that Five-phase theory could form the basis of a new complimentary model of coaching. Download
